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5 Ways to Avoid High Employee Turnover

September 15th, 2014

There are few obstructions to business more significant than high employee turnover. If you are constantly scrambling to fill holes in your workforce, you rarely have all the resources you need to complete projects, and have to invest unnecessary amounts on time and money on an endless recruiting process. You can avoid this frustrating phenomenon by following these five strategies.

Recruit Based on Cultural Fit

Recruitment is often focused on competence, but looking for candidates that fit into the culture of your company is just as important. Employees rarely leave because they can’t meet the demands of the job, they leave because they don’t like the work environment. Looking for prospects that share your organizational values and philosophy and pair well with your office culture is one of the surest ways to find loyal employees.

Institute a Trail Period

A number of companies has been able to reduce turnover by instituting a trial period into the recruitment process. After being hired, an employee has typically three months during which they can assess their fit with the company. If they choose to leave, they don’t have to worry about a negative recommendation or a blemish on their resume. Employees that make it though the trial period are more motivated to stay, plus, the employer has had the same opportunities to evaluate the fit.

Be Flexible

Offering a more flexible schedule is a minor concession on the part of the employer, but a major benefit to employees. It allows them to create a more manageable work/life balance and helps them feel like their contributions are being valued. Consider offering work-from-home opportunities, flex time, or unconventional scheduling.

Rely on Employee Referrals

One of the most reliable ways to find employees that are a good fit for your office is to rely on the judgment of people who already work there. Ask your existing employees if they can refer someone to fill a vacancy and you are much more likely to get a candidate that integrates well into your culture and is willing to make a long-term commitment. This strategy also empowers your existing employees by allowing them to help pick the people they will work with everyday.

Develop an OnBoarding Program

Onboarding programs are designed to help new hires assimilate into a new company while giving them the tools they need to feel comfortable and to be successful in their job. This helps eliminate common sources of employee dissatisfaction and workplace anxiety and also demonstrates a commitment on the part of the employer to the well being of the new hire. Plus, onboarding programs give employers a chance to evaluate a recruit’s performance and growth, which can help weed out employees that are doomed to fail.

The takeaway is that reducing high employee turnover starts with effective recruiting. Instead of motivating the wrong employees to stay, pick the right employees from the start. Find resources to aid your search by partnering with The Concorde Group.

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Proper Employee Benefits for the Position You Are Filling

August 15th, 2014

June 16

Offering an appropriate employee benefits package is a necessity if you want to recruit the best of today’s talent and keep them in your organization over the long term. And it is important to realize that benefits packages can and should include more than just medical coverage. Use these tips to better configure the benefits you are prepared to offer.

Health Insurance

Employers have two options when selecting a health insurance provider – traditional and managed. Traditional health insurance plans typically come with higher premiums but offer a wider selection of doctors and hospitals. Managed plans, by contrast, have lower premiums, but also fewer choices. Keeping your employees happy obliges you to find a plan that offers the widest array of benefits at the lowest cost to your employees, but that is often cost prohibitive for the business. You will have to scrutinize your finances to determine how much you are able to pay, and what level of health insurance benefits you can realistically offer. You can keep your costs down by adding a “wellness component” to your benefits package that encourages fitness and preventative medicine.

Retirement

Even with rising levels of career mobility, appealing recruits will be looking for retirement benefits. Most companies these days choose of to offer a 401K rather than a traditional pension. You can make these plans more appealing by offering matching contributions to the employee’s 401K. It is common for businesses to make a 3% contribution when an employee contributes 6% of his paycheck to his retirement plan, so consider offering a higher matching contribution. Again, it’s important that you scrutinize your finances before settling on an specific number. It’s not worth it to compromise the financial stability of your company just for the sake of recruitment.

Specialty Benefits

Specialty benefits include things like disability insurance, life insurance, and dental and vision coverage. This is one of the areas where you can really differentiate your benefits package from the package being offered by competing companies. Even if employees never or rarely take advantage of these benefits, it is a sign that the employer is making strides to cover them against any possible contingency, which is important for morale and loyalty. Most experts agree that disability insurance should cover at least 60% of an employee’s salary and that life insurance should pay out at least $20,000. You can increase these numbers to help your recruiting efforts, just make sure you educate potential employees about the details. There is a lot of information flying around during the recruitment process, and it is easy to overlook the details of a specialty benefits package.

Learn more about employee benefits and effectively recruiting the very best talent out there by working with the experts at the Concorde Group.

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Interviewing Tips for Looking for Company Culture Fit in a Candidate

October 8th, 2013

May 17

Each company has a culture that is unique to the business, industry, and objectives. When recruiting, not only are you looking for someone who has the right educational background and skills required for the position, but also who fits in best with your company culture. If candidates don’t mesh well with the corporate culture, it can be hard for them to feel comfortable in their new job. A poor culture fit can also make daily business operations more difficult for everyone else.

Here are some behavioral interviewing tips you can use to be sure a candidate has what it takes to fit in well with the company culture.

Uncover a Past Unsatisfactory Company Culture

During the interview, ask the candidate about the worst company they ever worked for. Make sure the question is specific to the company culture and work environment. By asking this question, you are right away discovering where they don’t want to work and will not fit in well. If their worst experience is close to your company culture, you know immediately it isn’t a good fit. However, if it is quite different from how your company is run, then you gain some insight.

For example, if a candidate didn’t like working in a fast paced office, but you have a low key and smaller office, the candidate may be a good fit. On the other hand, if the candidate appears to be too rigid in what they expect from an employer, this could signal performance problems and a poor fit with the company culture.

Find Out About Preferred Work Environment

Another way to learn more about where the candidate feels the most comfortable is by asking directly where they would prefer to work. Since the candidate has likely become familiar with what your work environment is, you can assume they would be happy there if they are applying for the job. But there might be things in your culture they are not aware of. Ask flat out what types of work environments or the collaboration conditions they best excel in.

Ask About Difficult Situations

Finding out more about the candidate’s personality traits and work habits is important to find out if they will fit in with your company culture. One way to do that is asking about difficult situations they have had in previous positions, and how they handled it. Try to phrase the question in a way to find out about difficulties with the company or environments, not with customers or clients.

How the candidate answers makes a large impact in determining if they are a good fit with your company. This lets you know if they tend to be someone to let others handle things or if they take the initiative. If the candidate prefers calm reasoning and compromise, or if they are more headstrong about their own ideals.

Lay Out Your Company Culture in Clear Terms

The last step of this process is always to outline what your company culture looks like and how the work environment is on a standard workday. If it is an extremely strict, business professional environment that doesn’t provide any personal time during the workday, be honest about that. If you allow a loose dress code and flexible work hours, indicate that as well. It helps both you and the candidate to decide if they would fit in well with the company, or not.

If you are looking for staffing agencies in Westchester NY, contact Concorde Personnel today.

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3 Tips on How to Use Social Media in Your Hiring Process

September 15th, 2013

June 9

Social media recruiting is on the rise as many hiring managers look to online networks to get in touch with quality candidates. There are millions of combined users on the top three social networks (Facebook, LinkedIn and Twitter). The Undercover Recruiter featured a video that highlights some facts about how many people actually participate in social networks. Interestingly enough, nearly 85 percent of technology professionals use Facebook and another 41 percent use Twitter. This equates to millions of technology pros who are accessible by social networks – and this is just one industry that recruiters can tap into!

It’s clear that recruiters need to learn how to connect with social media users who could be excellent recruits for company growth. Hiring managers also need to become familiar with the leading social networks in order to better engage with and recruit candidates, because they are uniquely suited to this purpose. Read on for some tips to use social media effectively in your recruitment and hiring process.

Set up a professionally branded social media profile that’s consistent across all social networks.  

Your first stop in being successful with social media recruitment strategy is to develop a branded social media profile for your company. Your brand gives others an idea what your business stands for, what your corporate culture is like, and the types of candidates who will fit in well with these factors. Your brand may include your company logo and message, links to your company career web page, and imagery that displays your company mission and values in a consistent manner across all the networks you participate in.

Post open assignments, industry updates, and relevant company content on a regular basis.  

As part of a strategic recruiting effort, you can use social media to post job openings or links to your job openings. Add frequent updates about your company achievements within the industry you operate. Upload interesting content to your social networks frequently. Use social media to engage in conversation with others to build a following of passive and active candidates. The idea is to stay in front of potential individuals who may decide to come on board at some point in the future.

Seek out potential candidates using built in social search functions and niche industry groups.

Perhaps one of the best ways to engage with more candidates is to proactively seek them out using the many tools found on social networks. All social media types have built-in searchability which enables recruiters to search for professionals by industry, title, name, and even location.  Become active in niche groups for your industry and job seekers, adding relevant content and links to job openings. Use hashtags (#) on Twitter when posting jobs for your niche industry. Use LinkedIn recruitment tools for candidates to apply using their profile information.

Social media recruiting can be a rewarding way to reach out to more candidates who may have what it takes to become part of your company. Remember to use this as just another resource in your tool bag as a recruiter. Use caution when engaging with others on social networks and respect their privacy. Work with a temporary staffing agency that has a strong social media presence and can support your recruitment needs. Overall, social recruiting can provide many benefits for your business when used in the right ways.

If you are looking for staffing agencies in Westchester NY, contact Concorde today.

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